Workplace rights topics
Something happened at work. Start with what happened.
You do not have to know whether it was unfair, discriminatory, or simply something to record. Pick the topic closest to your situation. Each one helps you understand what may be relevant, record it while it is fresh, and keep your evidence organised on your terms.
Reasonable adjustments
ADHD and reasonable adjustments at work
Something happened at work and you are not sure what it means yet.
Start with thisDiscrimination
Autism and workplace discrimination
If something at work felt unfair after disclosing autism, or because of how you communicate, process, or work, you can record it before deciding whether it was anything more.
Start with thisReasonable adjustments
When workplace adjustments are refused
A request that was refused, ignored, or quietly dropped is easy to lose track of.
Start with thisPerformance process
Performance management or a PIP after disclosure
Performance concerns raised after you disclosed a condition, or after a support request went unmet, are worth recording as a chronology rather than reacting to in the moment.
Start with thisDismissal
Dismissal after disclosure or a support request
A dismissal that followed a disclosure or a support request is a moment where a clear, dated account is especially useful.
Start with thisHarassment
Harassment, bullying, or exclusion at work
Repeated incidents are hard to hold in your head, especially under stress.
Start with thisRecruitment
Recruitment tests, psychometrics, and AI screening
Timed assessments, video interviews, and automated screening can disadvantage neurodivergent candidates.
Start with thisOccupational health
Occupational health and diagnosis delays
Referrals, reports, and long waits for a diagnosis are part of the workplace picture.
Start with thisNot a lead form. Not an eligibility check.
These topics are starting points into infrastructure you own. Neurotoo does not determine whether your employer acted unlawfully, and nothing is shared with anyone until you explicitly choose to. Connecting with a professional is the last step, and only if you decide.
Rights Clock
Some workplace processes have strict time limits. Based on the dates in your record, consider checking applicable deadlines promptly.
Neurotoo does not calculate or confirm legal deadlines. This is a prompt to check, not a determination.